Veterinary nursing is a highly rewarding profession, offering opportunities to make a meaningful difference to the lives of animals and their owners, who can often see them as much more than just a pet. It can also be an extremely demanding career that can expose veterinary nurses to significant workplace stress.
Long hours, emotional labour, high workloads, staffing shortages, challenging clients and emotional impact of animal illness or euthanasia can all contribute to increased stress levels. If left unmanaged, workplace stress can affect an individual’s physical and mental health, job satisfaction, performance and overall wellbeing.
As awareness of mental health and wellbeing in veterinary practice grows, employers have a legal and ethical responsibility to protect their teams. Creating a supportive workplace is not only beneficial for employees but also contributes to improved patient care, better team morale, increased retention and enhanced business performance.
Understanding Workplace Stress in Veterinary Nursing
Workplace stress occurs when the demands of a job exceed an individual’s ability to cope with those demands. In veterinary nursing, stress can arise from a variety of sources, including:
- High workloads and time pressures.
- Management styles.
- Staff shortages and excessive overtime.
- Compassion fatigue and emotional exhaustion.
- Exposure to animal suffering and euthanasia.
- Difficult interactions with clients.
- Workplace conflict or poor communication.
- Lack of career progression or recognition.
Many veterinary nurses enter the profession because of their passion for animal welfare. While this dedication is commendable, it can also make individuals particularly vulnerable to burnout when they consistently place the needs of patients, clients and colleagues ahead of their own wellbeing.
Burnout is increasingly recognised within veterinary professions and is often characterised by emotional exhaustion, detachment, reduced motivation and declining sense of achievement. Without support, burnout can lead to increased sickness absence, reduced productivity, mental health difficulties and ultimately staff leaving the profession.
Dealing with stress at work
Ideally employers should approach stress management proactively, focusing on prevention and early intervention, and not just responding when a problem becomes significant or when someone goes on sick leave.
The six main areas of work design which can affect stress levels, which need to be managed properly:
DEMAND – workload and the working environment.
CONTROL – how much say someone has in their job.
SUPPORT – level of supervision and resources available to the job.
RELATIONSHIPS – promoting positive working to prevent conflict.
ROLE – making sure people understand their role and it fits into the company.
CHANGE – how organisation change is managed and communicated.
Employer Duty of Care
Employers have both a legal and moral obligation to protect the health, safety and welfare of their employees.
The Health and Safety at Work Act 1974 places a duty of care on employers to ensure, the reasonable practice of health, safety and welfare of employees at work. This responsibility extends beyond physical safety and includes psychological wellbeing.
The management of Health and Safety at Work Regulations 1999 further require employers to assess workplace risks and implement appropriate measures to control them. Increasingly, workplace stress is recognised as a significant occupational risk that should be managed in the same way as physical hazards.
Organisations should focus their efforts on identifying the main risks of stress to people and implementing measures to reduce or eradicate them.
- Identifying workplace stress.
- Carrying out risk assessments.
- Providing a safe and supportive work environment.
- Taking reasonable steps to prevent harm.
- Responding appropriately to concerns raised by employees.
- Offering support when employees experience mental health difficulties.
- Training managers to manager stress.
- Employment Assistance Programme.
Failure to address workplace stress can result in increased staff turnover, reduced performance, damage to a business reputation and potential legal consequences if employers have neglected their responsibilities.
Workplace stress remains one of the most significant challenges facing veterinary nurses today. The emotional and physical demands of the profession mean that employers must take proactive steps to protect the wellbeing of their teams. Through effective risk assessment, supportive policies, mental health resources, workload management, and a culture of openness and compassion, employers can fulfil their duty of care and create healthier, more resilient workplaces.
By recognising that employee wellbeing is fundamental to professional success, veterinary practices can support their veterinary nurses not only to cope with workplace challenges but to thrive within a sustainable and rewarding career.
How you can raise concerns
You have the right to work in a safe environment where work related stress is recognised, assessed and managed.
If you feel your organisation is not taking appropriate action, take the following steps: –
Keep records – of any excessive workloads, overtime, work incidents and any impact on your physical or mental health.
Raise concerns informally – with line managers, Head RVN, Practice manager and explain how you are feeling and the factors contributing to your stress.
Request a stress risk assessment – to identify causes of stress and agree actions to move forward and reduce risks.
Ask for a referral to Occupational Health – this will provide an independent assessment of how work is affecting your health. Recommendations on adjustments will be given.
Discuss reasonable adjustments – to help such as workload management, flexible working, additional supervision/support.
Submit a formal grievance – if your concerns are ignored or action is not taken through informal discussions. Escalate to senior management through the organisation’s grievance process, this should follow a formal investigation and provide you with a response and outline actions they intend to take to address and resolve the issue.
Mental Health Support
Remember: Seeking support is not a sign of weakness; it is a positive step towards protecting your health, wellbeing, and ability to continue providing exceptional care to animals and their owners.
Mind – Provides practical advice, mental health information, and signposting to local support services.
Website: www.mind.org.uk
Infoline: 0300 123 3393
Samaritans – For anyone experiencing emotional distress or struggling to cope, Samaritans offers a confidential 24-hour listening service.
Website: www.samaritans.org
Helpline: 116 123
For further information or any other employment query, please contact BMAS via email: AdvisoryService@bvna.co.uk, or via phone: 01822 870270